Becomings: Plasma Physics Community Diamond Model Pilot Research and Workforce Decision Process*

APS DPP is championing Workforce Development’s inextricable linkage to institutional climates, culture, and systems.[1, 2, 3] Additionally, Stakeholders can create inclusive climates to support careers (undergraduate to senior management), for racialized and marginalized community members. Creating an equitable environment requires identifying and removing obstacles in institutions, professional societies, and funding agencies. In this presentation, we detail progress made by the DPP Diversity, Equity, Inclusion and Accessibility (DEIA) Organizing Collective Committee (OCC) over the last year to Center on racialized and historically marginalized lived-in experiences and utilizing subject matter experts (SMEs) with STEM DEIA outcomes research that is focused on plasma community-wide systemic impacts. The Diamond Model integrates these voices from the beginning while also including them and stakeholder leaders equally at the decision-table. Our model has an HTI^®Framework foundation employed by the Coast Guard, Air Force, Homeland Security, and DPP; grounded in psychological safety, moral courage, DEIA, mission readiness, and ultimately innovation. Our combined methodologies like building psychological safety (freedom to be authentic, learn, question, and challenge) through SME coaching, the Diamond Model, and equity gap tracking, can produce verifiable results.